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JL JobLabs

Behavioural · UK 2026

How to answer "Tell me about a time you disagreed with a decision"

Alex By Alex · 12-year UK recruiter · Updated April 2026

Interviewers also phrase it as:

  • "Describe a decision you opposed"
  • "When have you raised concerns about a strategic call?"
  • "How do you handle disagreements about direction?"

Why interviewers ask

Tests professional courage, judgement, and political fluency. Stronger than 'tell me about a time you disagreed with your manager' because it covers strategic decisions, not just individual conflicts. Strong answers describe a substantive disagreement, the approach you took to raise it, and the outcome (including cases where you were wrong).

Model answer

About [timeframe] ago [my company / team] decided to [specific decision]. I disagreed because [substantive reason — usually based on data, customer impact, or strategic concern]. I [specific way you raised the disagreement — usually 1:1 with decision-maker, with evidence, framed as concern not attack]. The outcome was [honest result — sometimes the decision changed, sometimes not, sometimes a third option emerged]. What I learned was [self-aware reflection on raising substantive disagreement].

What to avoid (common bad answer)

I raised concerns about a strategic decision and management eventually came around. (Vague, self-congratulatory.) Or: I disagreed with a decision but kept my head down because it wasn't my place. (Avoidance — flags low professional courage.)

Structure of a good answer

  • 1 Substantive disagreement (strategic, not personal)
  • 2 Professional escalation — usually 1:1, with data, framed as concern
  • 3 Honest outcome: decision changed, didn't change, or third option won
  • 4 Relationship and engagement preserved
  • 5 Self-aware reflection on raising substantive disagreement

Common mistakes

  • ✗ Claiming you've never disagreed with a decision — disqualifying
  • ✗ Combative framing where you 'made them' change their mind
  • ✗ Not naming the specific decision or your role in raising it
  • ✗ Disagreement where you were wrong without acknowledging it
  • ✗ Public escalation as the first move

Recruiter pro tip

The strongest answers I've heard sometimes involve the candidate being wrong. 'I disagreed; I raised it; they explained their reasoning; I came around.' That signals genuine engagement with substantive thinking, not just conviction. Hiring managers worry about candidates who 'win' every disagreement — they read as combative even when described diplomatically.

FAQ

Should I name the specific decision or company? ▼

By substance not specifics. 'A pricing decision' or 'a hiring strategy' is enough; the deal name or amount isn't necessary.

What if I was right and the company didn't listen? ▼

Reasonable framing: 'I raised it through proper channels; they chose differently; later events validated my concern. The lesson I took was X about how to raise concerns more effectively'.

Should the disagreement be with my manager or higher? ▼

Either works. Strategic disagreements with leadership are higher-leverage examples for senior roles; manager disagreements are fine for mid-level roles.

Related interview questions

"Tell me about a time you disagreed with your manager"

Behavioural

"How do you handle conflict at work?"

Behavioural

"Tell me about a time you influenced without authority"

Behavioural

Browse all 48UK interview answer guides

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